Managing Leave of Absence
Family and Medical Leave Act
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected
leave for specified family and medical reasons with continuation of group health insurance
coverage under the same terms and conditions as if the employee had not taken leave.
Eligible employees are entitled to:
Twelve workweeks of leave in a 12-month period for:
- the birth of a child and to care for the newborn child within one year of birth;
- the placement with the employee of a child for adoption or foster care and to care
for the newly placed child within one year of placement;
- to care for the employee’s spouse, child, or parent who has a serious health condition;
- a serious health condition that makes the employee unable to perform the essential
functions of his or her job;
- any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter,
or parent is a covered military member on “covered active duty;” or
Twenty-six workweeks of leave during a single 12-month period to care for a covered
service member with a serious injury or illness if the eligible employee is the service
member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).
To be eligible for coverage under FMLA, an employee must have been employed by the
College for at least 12 months and have worked at least 1,250 hours during the twelve-month
period immediately preceding the commencement of the leave. All periods of time when
the employee was on the payroll, including temporary employment, count towards determining
whether the employee has been employed for at least 12 months. Only periods of actual
work time count toward the determination of whether the employee has worked at least 1,250 hours during the preceding 12 months.
This is an employer-paid insurance that provides care for workers who are injured
or become ill as a direct result of their job.
Accident/Personal Injury Report Form